What are the most common employment deceptions and how to deal with them?

It is not only job seekers who deceive themselves while trying to impress the employer at the interview. The latter can also embellish the conditions of work, and to mention the salary in the last place.

There can be many deceptions in hiring, but the main three. A blurred list of responsibilities leads the way. When the employer and job seeker discuss job duties, functions, and tasks, they will only talk about the most important things. The employer will not talk about any unsightly, uninteresting, difficult points, or mention them in passing. To avoid fraud use instant background check for employment.

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Some typical examples. A for-profit medical clinic hires pediatricians. They are expected to do outpatient appointments and give time to inpatients. At the interview, they don't mention that there are also night duty hours. And, when doctors go to work, they find out about it after the fact.

Or the manager of a café or restaurant. At an interview, a person may be told a fairly standard range of duties (to monitor the schedule, order, staff, etc.). But in practice, this often means the following: if one of the subordinates did not go to work, the employee will perform his duties. Carrying plates instead of the waiter, cutting salad instead of the cook, and if the washerwoman or cleaner didn't show up, the manager gets the fun part.

This often becomes a stumbling block for many employees. I recently had a case in my practice where a female accountant cited her extra workload as the reason for her layoff. She was calculating payroll. But on top of that she had to take a bus to a production site 400 km away from Moscow twice a month to collect personal signatures from employees on payroll receipts. She was completely unprepared for this - she had not been warned at the interview.

The insufficiently discussed range of duties, unfortunately, is almost traditional deception of future subordinates.

Another point is the work schedule. For example, sales consultants are hired saying: "We have a shift of 10 hours, from 10 a.m. to 8 p.m., without a break, with lunch from the workplace. In fact, it turns out that you have to come in an hour to open the hall, check everything and arrange the goods. And after the store finishes its work, another hour or so is required to turn everything in, put it on the alarm, etc. Thus, a person gets a 12-hour shift. And he finds out about it when he goes to work.

With this, by the way, faced not only the line (not very qualified) employees, but also specialists quite high level. For example, a recent example: a woman applied for a job as a marketing manager at a bowling center chain, with quite high compensation and high level of responsibility.  Later it turned out that her job description included visiting bowling centers and controlling their night work (between 12 p.m. and 3 a.m.) twice a week. They explained it to her as follows: "You have to see and feel your customers." And this did not exclude daytime office work at all.

And the most painful deception for a person is the salary terms. Because you can come to terms with the duties, you can adjust to the schedule, but the deception with the salary is very palpable. A typical situation looks like this: at an interview, the director promises a salary of $5000. And he says: "You are hired, come in on Monday". The candidate walks out and then learns from his line manager or his colleagues that he will actually receive $5000 after the probationary period, while the sum is $4000. And the probationary period lasts for three months or more.

And when payday arrives, $2000  arrive on the card, the rest of the money is the bonus part, which will be paid in two weeks. Or maybe even later. Therefore, a person who expected $5000  actually receives at least half that.

It is good if this situation can be resolved immediately. But there are people who wait months for the promised money. And when they finally break through to the director they agreed with, three to four months pass and the director declares, "Well, you're working for us, aren't you? "Well, you've been working for us for so long, so you've agreed to the terms!" And it is impossible to change anything: you either have to accept or resign.

It is impossible to avoid it, but you can try to neutralize it. The first recommendation is to discuss everything clearly at the interview, come with a list of questions. Because a person can get confused at an interview, feel tense, or feel uncomfortable clarifying information.  He may get distracted, or he may be deliberately distracted by talking about interesting work, lofty goals. And the discussion of formalities will not come to that. Therefore, you need to ask clearly formulated questions from your list.

The second point is the need to record all agreements reached during the interview and to certify them with the supervisor before starting work duties.

You can wait a long time for a negotiated employment contract from the company, and it is better to sign at least an agreement of intent or a list of duties, terms and conditions of work. Let it be a piece of paper or an electronic certified letter. In the event of an employment dispute or litigation, this document may be admissible in court, especially if the employer's signature is on it.

Therefore, the best way to minimize cheating is to discuss everything in detail and be sure to record it.



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